An open letter to CEOs: It's time to make health part of corporate culture

Even with the introduction of health care marketplaces (also known as exchanges) and other elements of the Affordable Care Act oriented toward individuals, most Americans continue to get their health insurance through their employers. Employers play an important part in driving how health care is purchased and administered, but they still have to get buy-in on the concept of wellness from the people they employ.

Companies that create a culture of health in their organizations will help tackle the many major health problems the nation faces, chronic and otherwise. Obesity, for example, is linked to some of the leading causes of preventable death in this country. Nearly 30 percent of Maryland and Virginia residents are obese, according to the Centers for Disease Control and Prevention. While Washington, D.C., obesity rates are lower at 23.7 percent, they are still troubling — and the costs of obesity are staggering.

Some executives look at their health plan as a line item in their annual budget. Encouraging health and offering wellness benefits to employees isn’t just another expense. In the long run, these programs help attract and retain talent. This will be increasingly important as the economy strengthens and the job market becomes more competitive.

Here are some ways you can make health care a priority in the workplace — and possibly save yourself some money.

• Set the tone for improved health.

Most companies establish values that set standards and expectations for their leadership and employees, such as customer experience, innovation or collaboration. But more executives need to think about the health and wellness of their employees as a key component of the company‘s ideals. The dividends this mindset can pay are many. Focusing on health and wellness has been shown to reduce absenteeism and increase employee satisfaction and workplace productivity. In many cases, it also leads to companies making better use of their already significant investment in health care spending.

•Practice what you preach.

In order for the new values of health and wellness to take hold, however, leadership within the company must demonstrate a real commitment. Executives can make a public commitment to their personal health, participate in wellness activities onsite and offsite, communicate regularly with employees about new initiatives and consider creating a launch event and/or video around any new wellness program.

The idea of wellness is not something that should be relegated to after hours — the goal is to focus on creating a healthy environment at work. Some companies choose to do this by offering more nutritious cafeteria selections, stocking vending machines with healthy alternatives, offering health screenings or establishing bike share programs.

• Provide a customized plan.

It is important to keep in mind that health improvement can’t be dictated from the top down. Each employer is going to have a different situation, so programs need to be customized. Besides really listening to what employees care about when it comes to health, business leaders should take the time to find the right health care partner. Ask questions of your health care partner to make sure the plan makes sense for your organization. Some of the questions include: What resources does the company offer? Do they have coaches (and if so what are their skills)? Do they have funds for wellness programs? Do they offer onsite support?

Your human resources team should not have to carry the entire burden of creating a new wellness program. Health plan partners should play a key role. Executives can ask if their health partners have options for smaller employers, what kinds of low or no-cost wellness programs are available, and whether or not they can support the health/wellness strategy with analytics.

Consider technologies to help employees track their fitness goals and achievements. Offer coaching, biometric screenings and incentives such as “wellness dollars,” or other reward programs. A good health care partner can help you assess if you’re unintentionally reinforcing bad behavior, or rewarding employees for accessing preventive care. Look at the benefits you have and the programs you are or are not offering, i.e. disease management, outpatient pre-certification, and wellness coaching. Both the health care partner and the employer should be able to showcase improvement once a program has been established.

• Think long- and short-term

Creating a new culture of health won’t happen overnight. In fact, executives should expect the process to take two or three years. Incremental steps can ease the transition for employees who may not be accustomed to thinking about health and wellness when they are at work or hearing those kinds of messages from their employer. It also helps to show employees short-term results in order to secure their long-term buy-in.

Rather than immediately integrating health coaches, for example, consider instituting intermediate programs, such as offering discounts to fitness centers. Think about weight loss: Most experts agree crash diets don’t work in the long run, but consistently making lifestyle changes and good choices can help people achieve and sustain their fitness goals.

Demonstrate a commitment to your employees by meeting them where they are. Partner with them on their health improvement journey. Give them the resources they need to reach their near- and long-term goals.

If you believe you have a responsibility to offer health improvement and benefits as part of your employee compensation package, it is important to take a holistic approach. In the end, it can’t be just about cost or cost savings but about health improvement, reduced absenteeism and the ability to attract and retain the best talent. The results will be engaged and productive employees who help build a strong and thriving company.